Sirona Medical Staff Handbook & KID

Some examples of fraud in the NHS include:

• Timesheet fraud (e.g. staff and professionals claiming money for shifts they have not worked)
• False expense claims (e.g. false travel or subsistence claims)
• Fraudulent job applications (e.g. false qualifications or immigration status)
• Working whilst sick (e.g. usually working for another organisation without informing the Trust)
• Working two places at once (e.g. failing to declare they are working for another organisation)
• Excess Study Leave
• Advertising scams (e.g. false invoices for placing adverts in publications)
• Patient fraud (e.g. false travel claims, fraudulently claiming exemptions for pharmaceutical charges)
• Misappropriation of assets (e.g. falsely ordering goods for own use/ to sell)
• Procurement fraud (e.g the ordering and contracting of goods and services)
• Fraud by professionals (e.g. Pharmacists – constitutes specific types of fraud such as false claims for treatment, unauthorised use of NHS facilities/equipment)

Confidentiality

In the course of the Employment you may be given or come across Confidential Information and you accept that Sirona Medical Limited has a legitimate business interest in protecting its established customers, personnel, candidates and Confidential Information.

You must keep confidential and not disclose or use any Confidential Information (except in the proper course of your duty) both during the course of the Employment and after the termination of it.

You must use your best endeavours to prevent the disclosure of any Confidential Information.

All information stored in a tangible form containing any Confidential Information or summary, abstract or précis of the same which you acquire or make during the employment belongs to Sirona Medical Limited. When the employment ends (or at any time during the employment should any Director so request), you must promptly hand over the information to someone duly authorised by the Directors to receive them and no copies may be retained.

These restrictions do not apply to any confidential Information which, at the date of its disclosure to you, is public knowledge or it subsequently becomes public knowledge other than by an act or failure to act on the part of the employee or is required to be disclosed by law or in order to take professional advice or by a court of competent jurisdiction.

Equal Opportunities

Sirona Medical Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

Sirona Medical Limited is committed to diversity and will promote diversity for all employees, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Sirona Medical Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non- membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Sirona Medical Limited is committed to providing training for its entire staff in equal opportunities practice.

Sirona Medical Limited shall not discriminate unlawfully when deciding which candidate/ temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Sirona Medical Limited will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and abilities to perform the relevant duties required by the particular vacancy.

Sirona Medical Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.

Harassment/Bullying

Sirona Medical Limited is committed to creating a working environment where you are treated with dignity and respect and where each person’s individuality and sense of self worth within the workplace is maintained.

You have a duty to treat those alongside whom you work with respect and dignity and to take all steps necessary to ensure that harassment does not occur. Whatever the form of harassment (whether by direct contact, written correspondence, the spoken word or by use of email/intranet) behaviour of this nature can be objectionable and will not be tolerated by Sirona Medical Limited or any of the institutions we service.

Any temporary worker AHP, who is considered, after proper investigation, to have subjected a patient, another temporary worker or anyone else alongside whom they work to any form of harassment or bullying will be dealt with in an appropriate manner and includes removal from our Register

Dealing with allegations of abuse

In all cases of suspected abuse, you should immediately follow the policies and procedures of the Hospital/Trust in which you are working, including the reporting procedures. All cases of suspected abuse should be reported to your Senior Manager, who, in conjunction with the relevant department and other appropriate agencies, will instigate.

The Mental Health Act

The Mental Health Act 1983 covers the assessment, treatment and rights of people with a mental health condition. It is a legal requirement that anyone working alongside patients considered to be suffering from a mental disorder or with learning difficulties is able to demonstrate an understanding of the Mental Health Act

Safeguarding Children

All temporary workers have a duty under the Children Act 2004 to make arrangements to safeguard and promote the welfare of children and young people. You should know what to do if you have any concerns.

Sirona Medical Limited wants to ensure that you are able to meet this requirement. We understand that there are different training needs to fulfil your duties dependent upon your level of contact with children and young people and level of responsibility.

The following documents should assist you with your generic knowledge: Safeguarding Children and Young People: Roles and Competences for Health Care Staff – published by the Royal College of Paediatrics and Child Health April 2006 http://www.rcpch.ac.uk

This document clarifies the competencies required by temporary workers and other health Sirona Medical Limited and supplements the information set out in Working Together to Safeguard Children, 2006.

It can be found online at: http://www.rcpch.ac.uk/Publications/Publications-list-by-title

AWR Day One Rights

From the first day of your assignment, you are entitled to:

• access to shared facilities and amenities or services provided by your hirer
• information on job vacancies with the hirer

Your rights are based on those of someone doing a comparable (similar) job. A comparable employee is someone doing the same job or broadly similar work to you usually at the same workplace (but may be located elsewhere). This entitlement applies if you are working part time as well as fulltime.

If there are no comparable workers or employees there is no entitlement to equal treatment.

Access to Collective Facilities

From your first day of your assignment, you should have the same access to shared facilities and amenities as comparable employees or workers.

     Facilities and amenities can include:

• access to a canteen or other similar facilities
• a workplace crèche (subject to the same waiting lists or conditions as comparable employees or workers)
• transport services (local pick up service, inter-site transport)
• toilet/shower facilities
• a staff common room
• a mother and baby room
• a prayer room
• car parking (subject to the same restrictions as comparable employees or workers)
• a waiting room
• food and drinks machines

These facilities are usually on-site where you are working but may be elsewhere. The hirer may provide information on facilities to your agency as part of the information about the assignment. Hirers can only refuse you access to facilities if they can objectively justify denying you access. Cost alone is unlikely to be a sufficient reason to exclude you. Even where there is objective justification, you might be offered partial access to certain facilities rather than being excluded altogether.

Pension

Sirona Medical Limited are not solely responsible for your Workplace Pension. If you are a PAYE

worker please indicate if you wish to ‘Opt in or Opt Out’ of the pension scheme on our registration form. If you have your own Limited Company it is your responsibility to have your own pension. If you work via an Umbrella Company it is their responsibility to have a pension scheme for you.

Contact them for details about Opting In or Out and for further information.

When you engage with us as a PAYE candidate and your first timesheet has been processed we will automatically enrol you with our provider – The Peoples Pension. At this point of enrolment, you will be provided with a factsheet and letter detailing further information with your scheme

details. Once deductions have commenced you may wish to opt out, this can take place by one of the following methods shown.

• Phone The Peoples Pension directly and opt out over the phone
• Log onto the Peoples Pension website and opt out

There is a one month grace period from the commencement of your deductions whereby once you have opted out, these contributions can be refunded. If you opt out after your one month grace period, then contributions are non-refundable.

Social Media

You are personally responsible for what you write in social media. Before you post any comment, you must consider that social networking websites are a public forum and what you write might be available to be read by the public, including Sirona Medical Limited, future employers and social contacts for a long time.

Social media must not be used in a way that breeches any of our other policies or agreements. If a post or blog on the internet would breech any of our policies in another forum, it would also breech them online. When engaging with social media you must:

• Remain professional in what you post and the image you portray in your profile
• Not post disparaging or defamatory comments about PMP, our clients, suppliers and vendors; other affiliates or stakeholders or any other comments which could be misinterpreted so as to directly or indirectly damage our reputation
• State that your views do not represent the views of Sirona Medical Limited
• Not post any discriminatory, insulting or obscene comments about our customers, clients, business partners, patients or stakeholders or anything else which could be found offensive
• Not post any comments relating to your colleagues
• Not breech confidentiality obligations
• Not harass or bully others in anyway
• Not breech any other laws or ethical standards such as misrepresentation or making misleading statements

Failure to adhere to these standards may jeopardise your position with us as an agency and any professional registration you may hold.

We are all responsible for protecting the reputation of the company. If you see any comments which are not permitted as above please email [email protected]  

Information on Job Vacancies

From day one of an assignment you are entitled to be treated no less favorably than a comparable employee or worker in relation to information about relevant job vacancies. Your consultant will tell you how to get information on vacancies.

For further detailed information please go to:

https://www.gov.uk/agency-workers-your-rights

Follow us on Twitter @SironaMedical

Website: https://www.sirona-medical.co.uk